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Performance Management and Merit

Rensselaer’s salary administration guidelines require managers to complete annual performance evaluations for all staff. The overall performance rating is used by managers to determine recommended merit increases that are within established merit guidelines and budget parameters.

Performance Management Tips for Employees

Employees have a responsibility in the performance management process and should be prepared to give feedback to their manager.

  • Review your current Performance Management Tool. Does it reflect your current duties and responsibilities? If not, discuss with your supervisor about revising your PMT.
  • Review your goals for the year. Have they been met? Review your achievements. Think about obstacles/roadblocks you encountered and how you dealt with them.
  • Is there anyone else your supervisor should speak with before preparing your evaluation? Let your supervisor know this before the performance evaluation meeting.
  • Review the competencies required for your position and identify specific areas of expertise or skills that you would like to develop or improve. Identify your strengths. In what areas have you improved? Can you identify any developmental goals for the coming year?
  • What ideas do you have for changes that would help you perform your role better and/or improve the operation of the department? Think about obstacles/roadblocks that you face in performing your responsibilities and what help is needed from your supervisor to overcome them.
  • If you manage others, what have you done to develop/strengthen your staff’s performance and skills?
Last modified: April 4, 2008
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